Women in Leadership Forum - PDF Free Download

Women in Leadership Forum March 9, 2018

Table of Contents Women in Leadership Forum Summary 3 Women in Leadership Table Top Discussion Summary 4 Evaluations 7 Women in Leadership - In Pictures 8 Appendices 9 Appendix A - Presentations 9 Laura Kokocinski, CEO, North West LHIN 9 Nancy Naylor, Associate Deputy Minister, Policy and Transformation, Ministry of Health and Long-Term Care 22 Angela Bishop, CEO, Red Lake Margaret Cochenour Memorial Hospital 32 Rhonda Crocker-Ellacott, CEO, Nipigon District Memorial Hospital/ EVP, Patient Services & CNE, Thunder Bay Regional Health Sciences Centre 43 Stephanie Ash, CEO, Firedog Communications 56 Appendix B - Organizations in Attendance 81 2

Women in Leadership Forum Summary On March 9, 2018, the North West LHIN hosted the first-of-its-kind Women in Leadership Forum. The Forum, which brought together nearly 200 women from across the Northwest region and beyond was designed to recognize the work of women in leadership roles. The purpose of the Forum was to: Listen to accomplished leaders on their experiences as women in a leadership role Learn about opportunities and challenges that women leaders face in their roles Hear advice from other women leaders on how to build for successes and lead others Engage in conversation such as women in leadership North West LHIN Chief Executive Officer, Laura Kokocinski opened the session, emphasizing the important role of women in leadership positions and the importance of supporting women, whether they are already in a leadership role or are aspiring leaders. The session began with keynote speaker Nancy Naylor, Associate Deputy Minister of Policy and Transformation at the Ministry of Health and Long-Term Care. Nancy shared her insights as a woman in a leadership role, including how to obtain a manageable work life balance. She also shared lessons learnt along the way. Participants were then given an opportunity to ask Nancy questions. Following Nancy s presentation, a panel of local women leaders from across Northwestern Ontario also shared their experiences and insights about leadership and answer questions from participants led by moderator Susan Pilatzke, North West LHIN Vice President of Health System Strategy, Integration and Planning. Panel members included: Angela Bishop, Chief Executive Officer, Red Lake Margaret Cochenour Memorial Hospital Rhonda Crocker-Ellacott, Chief Executive Officer, Nipigon District Memorial Hospital / EVP, Patient Services & CNE, Thunder Bay Regional Health Sciences Centre Gail Brescia, Manager of Advancement, Northern Ontario School of Medicine Stephanie Ash, Chief Executive Officer and Lead Strategist, Firedog Communications After a break for lunch, Georgina Black, Partner and National Leader in Management Consulting at KPMG Canada, the second keynote speaker for the day presented on her insights and advice for current and future women leaders, including money and embracing the term powerful. Participants were then given an opportunity to discuss at their tables four though-provoking table top questions, before sharing insights with the room. The session concluded with a recap of the key themes raised, presented by Laura Kokocinski. Following the formal agenda, participants were given the opportunity to network with the speakers other forum participants. 3

Women in Leadership Table Top Discussion Summary During table top discussions, the following thoughts/ideas were raised: 1. What, if any, systemic barriers have you observed for women in a leadership position and what mitigation strategies could be implemented to address these barriers? BARRIERS Policies in place that limit women s ability to take on leadership roles (childcare/eldercare) Lack of self-confidence in one s ability to fulfill a leadership role Conflicting obligations managing a work-family-life balance Lack of financial incentives Lack of opportunity o For mentorship o For leadership experiences in entry level positions o For leadership roles that women can/want to fill o For Stepping stone positions that help women climb the leadership ladder Poverty/social determinants Cultural attitudes o Ongoing perception of traditional gender roles women as caregivers; men as leaders o Societal norms o Women not taken seriously MITIGATION STRATEGIES Address cultural norms o Acknowledge that perceived gender roles still exist change the perception Empower women at a younger age o Encourage young women to obtain formal education o Host conferences like the North West LHIN Women in Leadership Forum in high schools Change policies to allow for increased flexibility o Have appropriate national level options for daycare o Access to elder care o Change policies surrounding parental leave o Create flexible work hours 4

2. Empowerment can be a powerful approach to support women in leadership positions. What forms of support or mentorship have you observed or could be implemented to support women in leadership? Equitable treatment o Providing the equal access, tools and support needed to become a leader o Equality/equity of support that is gender neutral o Creating equal opportunities for everybody Build connections o Keeping in touch with colleagues after a job transition o Building genuine friendships Social media o Social media as a tool for mentorship matching Empower other women o Recognizing the potential of others Create a supportive work environment o Create a space for women to grow and excel o Support flexibility in the workplace o Create opportunities for women to lead special projects o Giving women a space to speak honestly free from the fear of offending and repercussions o Giving space to learn and make mistakes Formal leadership development programs Learn from others by observing Take a personalized approach to mentorship 3. What role can senior leaders play in identifying, preparing and supporting women to take on leadership roles? Provide opportunities o Make sure that leaders are brought together regularly o Open the door for staff to participate and take the lead on tasks be willing to let others lead o Provide mentorship opportunities o Share your knowledge o Help get people involved in opportunities outside of their organization (i.e. Boards, Committees, etc.) See potential in others o Help women identify their leadership potential know your staff and their strengths o Don t put others in a box o Inspire confidence Encourage ongoing education and skills development o Encourage education with financial support 5

o Support professional development o Give work time for professional growth Get involved o Get down in the trenches and listen to staff about their experiences o Make yourself available to all staff be approachable o Serve as a role model of good behaviour be mindful of your own conduct o Share your own stories to inspire others Create a culture of Openness o Support a culture of mentorship o Create an open door policy o Provide a safe space for staff to have conversations and provide feedback - ask frank and honest questions with other female leaders What will be the biggest challenge for future generations of women in leadership roles? Lack of supports o Insufficient budget to support succession planning for future female leaders o Insufficient systems to support working moms/families: daycare, flexible work schedules, benefit packages, supports for aging parents; flexible school hours Family dynamics o Pressures on women to be the caregiver o Stigma for women who don t fulfill the stereotyped caregiver role o Finding a work-life balance Access to leadership positions o Women are entering leadership positions earlier, leaving less movement in/out of these roles o Need a variety of skill sets by progressing laterally, before progressing up Social and traditional media o The abundance of negativity/criticism portrayed in the media may create hesitancy in the next generation of females to seek out a leadership role that opens them up to criticism o Social media isn t preparing future leaders with the social skills needed to be a successful leader Cultural challenges in a global workforce Formal education o Recognizing the multitude of forms of educations and experience for working women Fear o Of change o Of the unknown o Of criticism o Of not being taken seriously as an older/younger woman in a leadership position o Of not achieving perfection 6

Evaluations A total of 116 participants completed evaluations following the forum. The survey results show that 96.5 per cent of respondents indicated that they felt the forum met the objectives to: listen to accomplished leaders about their experiences a woman in a leadership role; learn about opportunities and challenges that women leaders face in their roles; hear advice from experienced women leaders on how to build for success and lead others; and, engage in conversation such as women in leadership. The other 3.5 per cent did not respond. 100 per cent of respondents felt highly satisfied or satisfied with the content of the morning session, while 98 per cent felt highly satisfied or satisfied with the content of the afternoon session. 99 per cent of respondents were highly satisfied or satisfied with the group discussions. 100 per cent of respondents felt highly satisfied or satisfied with the use of their time. A total of 98 per cent were highly satisfied or satisfied with networking opportunities provided and the opportunities to participate. Overall, 100 per cent of respondents were highly satisfied or satisfied with the forum as a whole. In general, participants really enjoyed the key note speakers for their informative presentations and strong speaking skills. The panel discussion was well received by participants for its diversity of opinions and experiences. Some recommendations for improving the session included grouping women in tables based on similar sectors to help facilitate networking opportunities, as well as a desire to have more male colleagues in attendance. 7

Women In Leadership In Pictures Laura Kokocinski, CEO, North West LHIN Rhonda Crocker-Ellacott, Executive Vice President, TBRHSC and CEO, Nipigon District Memorial Hospital Gail Brescia, Manager of Advancement, Northern Ontario School of Medicine North West LHIN 8

Georgina Black, Partner, KPMG Stephanie Ash, CEO and Lead Strategist, Firedog Communications Angela Bishop, CEO, Red Lake Margaret Cochenour Memorial Hospital Nancy Naylor, Associate Deputy Minister, Policy and Transformation, Ministry of Health and Long Term Care 9

Appendices Appendix A Presentations Presentation Laura Kokocinski, CEO, North West LHIN 10

Presentation Nancy Naylor, Associate Deputy Minister, Policy and Transformation, Ministry of Health & Long-Term Care 23

Presentation Angela Bishop, CEO, Red Lake Margaret Cochenour Memorial Hospital 33

Presentation Rhonda Crocker-Ellacott, CEO, Nipigon District Memorial Hospital/ EVP, Patient Services & CNE, Thunder Bay Regional Health Sciences Centre 44

Presentation Stephanie Ash, CEO & Lead Strategist, Firedog Communications 57

Appendix B Organizational Attendance List A total of 180 individuals from 42 organizations were in attendance. Organization A. Dudar Medicine Professional Corp. Alpha Court Alzheimer Society of Thunder Bay Atikokan General Hospital BISNO Canadian Red Cross CarePartners Carolyn Weiss Dental Hygiene Clinic and Mobile Services CERAH, Lakehead University Children's Center Thunder Bay CMHA Dilico Anishinabek Family Care Dryden Regional Health Centre Firedog Communications Geraldton District Hospital Greenstone Family Health Team Hagi Community Services for Independence Harbourview Family Health Team Health Quality Ontario Kelly Mental Health KPMG Canada Lake of the Woods District Hospital Lakehead Nurse Practitioner-Led Clinic Lakehead University Market Place Solution Inc. Ministry of Health and Long-Term Care North East LHIN North of Superior Healthcare Group North Shore Family Health Team North West LHIN Northern Ontario School of Medicine (NOSM) Northwest Health Alliance NorWest Community Health Centres Patricia Region Senior Services Inc. Red Lake Margaret Cochenour Memorial Hospital Seniority Services Sioux Lookout First Nations Health Authority St. Joseph's Care Group Superior North EMS Thunder Bay District Health Unit Thunder Bay Regional Health Sciences Centre VON Canada 82

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